Abstract
OD conceptualisation has been criticised as being both
underdeveloped and too unduly narrow in its focus. Several ways that
OD′s conceptualisation might be enhanced are suggested: on the one hand
by differentiating its models and theories in terms of their conceptual
level or scope, and on the other hand in terms of an enlarged set of
fundamental organisational tasks, different levels of change agent
intentionality, and the time frame involved in change. These suggested
ways of reconceptualising the theoretic possibilities for OD would move
it away from its mostly fix‐it, how‐to, internal problem‐solving image.
Subject
Management of Technology and Innovation,Organizational Behavior and Human Resource Management,Strategy and Management,General Decision Sciences